Most people who'd fit your vacancy perfectly aren't looking at all. They're scrolling. With targeted vacancy campaigns on the channels where your target group spends its time, you reach and win over even the people who never open a job site.
What is job marketing?
Job marketing is actively promoting vacancies through targeted campaigns on social media, search engines and job platforms, so you also reach latent job seekers. At SocialFind, job marketing is part of the integrated recruitment approach: we deploy it where campaigns are the fastest route to your target group.
How we determine what your vacancies needPutting a vacancy online is not a strategy
Job boards and Indeed belong in the mix, but that is hygiene. Job marketing only works when the message is right, the funnel is short and every applicant is followed up within one working day. We run that entire route under your name.
At SocialFind, job marketing is one of the tools within our RPO approach. Promoting vacancies is the specific sibling of recruitment marketing, which covers target group strategy, proposition and funnels more broadly. We deploy job marketing when visibility is the problem; for other roles, active sourcing or a combination can be more effective.
Why posting a vacancy is no longer enough
A vacancy on a job board only reaches people who are actively looking, and there are fewer of them than ever. The rest of your target group is on Instagram, TikTok, LinkedIn or YouTube and will only come across your vacancy there if you advertise. Good job marketing brings the vacancy to the target group instead of waiting for the target group to find the vacancy.
Campaign, content and funnel as one
A campaign is only as strong as the content that runs in it and the funnel behind it. That's why we create ads featuring your real people, send candidates to short mobile application funnels and follow up with every candidate quickly. All under your name, so every campaign also strengthens your employer brand.
A campaign brings the right people to your vacancy, but whether they respond depends on what the offer says about the commute, the rota and the contract. Which terms really count there, and how to put them at the top of the text, is set out in Which employment benefits actually make a candidate say yes?
Since August 2023 our Meta ads from our own ad account delivered 28.7 million impressions and 24,316 completed applications through our own forms (10 August 2023 to 31 August 2026). See our measurement methodology.
What those figures say about how candidates apply after seeing an ad is covered in What do three years of Meta ads for recruitment actually deliver?
Where and how we make your vacancies visible
Not every channel fits every target group. For each role we choose the mix that actually reaches your candidates.
- Social media campaigns
- Meta, TikTok and Snapchat for target groups that scroll instead of search. Short-form video that stops the scroll.
- LinkedIn for specialists
- Targeted campaigns for office and specialist roles, combined with Thought Leader Recruitment where needed.
- Search engines and job boards
- Present where active job seekers look, without burning your entire budget there.
- Local targeting
- For region-bound roles we target the places where your audience lives, works and commutes.
- Retargeting
- Someone who looked once but didn't apply isn't lost. We stay visible until the moment is right.
- Continuous optimization
- We test ads, budgets and audiences per campaign and adjust based on what demonstrably works.
- STEP 1
Target group and channel choice
We analyze who you're looking for, where that target group is and what gets them moving. That determines the channel mix and the message for each role, instead of one standard campaign for everything.
See our approach.jpg&w=1920&q=75)
- STEP 2
Content and campaign
We create ads and videos featuring your real colleagues, tailored to the channel. Then we take the campaigns live under your name and with your look and feel.
How we create content.jpg&w=1920&q=75)
- STEP 3
Funnel and follow-up
Interested candidates land in a short, mobile application funnel with no resume required. Every candidate is followed up quickly, because the best campaign loses its value when the response takes a week.
See how funnels work.jpg&w=1920&q=75)
Recruitment campaign examples
Three campaigns we ran under the client's name. The figures are as they appear on our case pages.
Brekerz (demolition and renovation company) was looking for a foreman, an assistant foreman and someone for the back office. Videos with their own people, a short application funnel and follow-up via WhatsApp. Result: 373 applications through our forms (July 2023 to August 2024 inclusive) and 266 candidates in our recruitment system (January to October 2024 inclusive).
JWM Metaalservice (metalworking) recruited skilled technical staff with us for the production hall and office: press brake operators, machinists, estimators and a working foreman. Rugged recruitment videos, and as an experiment classical music underneath instead of rock. Result: 324 candidates from our campaigns and sourcing (June 2024 to October 2025 inclusive) and 7 hires recorded in our recruitment system (June 2024 to August 2025 inclusive).
Willy Naessens (construction) manages the entire construction project in-house and therefore has a very varied workforce. As their permanent recruitment partner we run campaigns for a wide range of roles, from crane operator and site manager to structural engineer and work planner. Result: 427 applications through our forms (November 2024 to September 2026 inclusive) and 5 hires recorded in our recruitment system (February 2025 to June 2026 inclusive).
You will find more examples at our client cases and on the page with results.
Advertising a vacancy: which channels and what does it cost?
Where you advertise a vacancy follows from your target group. Practical and operational roles are mainly reached via Meta, TikTok and Snapchat. Specialists and management via LinkedIn, often combined with personal outreach. Active job seekers via search engines and job boards, but you do not spend your whole budget there. How that trade-off plays out against job boards alone is explained at RPO versus job boards.
What promoting a vacancy costs depends on five things: the scarcity of the profile, the region, the number of vacancies you fill at the same time, the channel and the quality of your content. A scarce technician in a tight region requires more reach than a side job in hospitality. Anyone who promises a fixed amount per vacancy without asking those questions is guessing.
Within our partnership the media budget is part of the monthly fee, which starts at EUR 6,500 per month, all-inclusive within the agreed scope and with no placement fees. In the reporting you see exactly what each campaign costs and delivers. Our pricing page shows what else is included.
Before you put budget on a keyword, it is worth knowing who is searching for it. We measured that across every search term around hiring on 26 August 2026: Does search volume tell you anything about applicants?
A campaign wears out. In our own adverts, started from August 2024, an application in week 3 was already one and a half times as expensive as in week 1 in half of cases, and by week 9 almost twice as expensive. That's why we refresh an advert after around four weeks with a new opening line. More on our figures page.
If an advert runs on video, that refresh starts on the filming day: shoot several openings and colleagues, and you can switch later without filming again. What else belongs in a good video is covered in Does a recruitment video work, and what should go in it?
Find out whether job marketing belongs in your approach
For one vacancy, campaigns are the fastest route; for another, a personal approach works better. The recruitment diagnosis shows what your vacancies need.
Campaigns that filled vacancies
Further reading
Recruitment marketing
The broader umbrella: strategy, content, media and funnels.
Recruitment marketingSocial media recruitment
Per channel: which target group, which format and how to approach it.
Social media recruitmentRecruitment content
The videos and stories that make a recruitment campaign work.
Recruitment contentEmployer branding
The employer brand that makes your campaigns convert better.
Employer brandingVolume recruitment
Large numbers of hires with campaigns and funnels at scale.
Volume recruitmentRPO versus job boards
When a job posting is enough and when it is not.
RPO versus job boards
Want your vacancies visible to the right people?
We're happy to determine together whether job marketing is the missing link in your recruitment. First analyze, then advertise.
Frequently asked questions about job marketing
Job marketing is about promoting specific vacancies through campaigns. Recruitment marketing is the broader umbrella: target group strategy, employer proposition, content, funnels, and optimization. So job marketing is one part of it. At SocialFind both sit in the same approach, so campaigns are never disconnected from your story and your funnel.
Yes, that's exactly where job marketing makes the difference. Passive job seekers don't open job boards, but they do see your campaign pass by on the channels where they spend time every day. With the right message and a low barrier to apply, part of that group really does move.
With us, job marketing works as part of the recruitment mix, not as a standalone service. A campaign without good content, a funnel, and follow-up leaks on all sides. Want to know whether job marketing is the right move in your situation? Then start with the recruitment diagnosis.
More visibility with the right target group and more applications from the group you'll never reach with a job posting. What that means in concrete terms differs per role, region, and labor market. That's why we report per campaign what was achieved and adjusted, so you see exactly what your investment is doing.
A recruitment campaign is a temporary, targeted use of ads and content to reach candidates for one or more vacancies and get them to apply. Unlike a job posting, you choose who sees the message, on which channel and in which format. A good recruitment campaign consists of target group selection, message, content, targeting, an application funnel and follow-up. If one of those parts is missing, you pay for reach without applications.
On social media (Meta, TikTok, Snapchat, LinkedIn), in search engines, on job boards and through local channels such as regional media and your own network. Which channel works depends on who you are looking for: hands-on people are on Meta and TikTok, specialists on LinkedIn, active job seekers on job boards. We choose the mix per vacancy based on target group analysis, instead of advertising everywhere at once and diluting your budget.
Original is not a goal in itself; fitting your target group is. What stands out in practice: videos with your own colleagues instead of stock images, campaigns on channels where competitors are not visible, applying without a CV and an unexpected twist that sticks, such as the classical music under the rugged recruitment videos of JWM Metaalservice. The best original campaign is one your target group recognises as genuine.
That varies per role and market. The first signals, such as reach and click-through, are visible within days. How quickly that turns into applications and hires depends on the scarcity of the profile, the region and how well your funnel and follow-up are set up. Roles with a large talent pool move faster than scarce specialists. We report continuously, so you can see exactly how a campaign builds up.